• Office hours are Monday, Wednesday-Friday. 8am-4:30pm with a half-hour unpaid lunch break.

• Ministry hours are subject to congregational need; however, Sunday includes pre-service prep at 9am and any ministries or meetings scheduled that day. Wednesday includes pre-service arrival and post service wrap-up. 

• Pastors and Directors work periods are defined by their immediate supervisors. Ministry does not always occur behind a desk and consideration will be made for excessive demands outside of in leu of regular office time.

DEFINITION OF STAFF

For TBC’s purposes the following definitions will be employed regarding employee staff designation.

• Senior or Lead Pastor: Ordained and Elder Qualified, Recognized by BOD.

• Associate: Ordained and Elder Qualified (i.e., 30 years) as per Constitution.

• Assistant: Ordained but not Elder Qualified (i.e., under 30 years) as per Constitution.

• Director: Un-ordained on paid staff

• Secretary: Un-ordained, non-office holding Admin Assistant and Financial Secretary

• Full-Time: As relative to the staff designation above will be considered a salaried position.

• Part-Time: As relative to the staff designation above will be considered a non-salaried position.

TIME OFF POLICY AND PROCEDURE

1. Holidays: Statutory holidays consist of the following observed paid days off: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, and Christmas. If Christmas falls on a weekend, then the nearest weekday will be the day of observance. 

In the life of the church, Federal holidays may at times be better rescheduled when more conducive to the church schedule or personal need. Discussion with your supervisor at least two weeks in advance of how you plan to use this time off is requested.

2. Paid Time Off: Scheduling of vacation time will be based on seniority and amount by individual contract or length of service. 

3. Non-Paid Time Off: Non-paid time off is subject to board approval and may be considered for leave of absence.

4. Paid Bereavement: For purposes of this policy, immediate family is defined as spouse, child, stepchild, parent, stepparent, mother or father-in-law, siblings, grandparents, and grandchildren. 

• Fulltime Salary Employees are eligible for up to three paid funeral/bereavement leave days in the immediate family. 

• Parttime employees (non-salary) are eligible for up to two paid funeral/bereavement leave days in the immediate family.

5. Paid Maternity and Paternity Leave: Paid maternity leave shall be provided for two weeks and paternity leave for one week. These will not be deducted from vacation or PTO allowances.

6. Scheduling: Vacation time must be booked at least one month in advance otherwise they may be denied. Pastors and Directors may not be away more than two consecutive Sundays in a row without board approval.

7. PTO may be use for emergency or last-minute family plans that could not have been anticipated; however, they may also be scheduled like vacation. Wisdom in their use ought to be considered.

8. Request Procedure: At least one month in advance provide a Vacation Request Form to your supervisor for approval. Your supervisor will review your request with you. If approved, then it will be posted on the church staff calendar. If it is denied, then an appeal may be made to the board of directors for consideration in writing.

9. Unused Vacation Time: At the end of the year any unused PTO have no cash value. Up to one week may be carried over to the following calendar year, with balance at any given time not to exceed one-year PTO allowance + one week carryover.

10. Vacation Distribution: Annual vacation awards are subject to your contract of employment and based on seniority. However, the following guidelines are to standardize a week of vacation. If any additional vacation is needed, it will be reviewed on a case-by-case basis by the immediate supervisor or by the Board of Directors.

• A. Pastors and Directors: 1-week equals 4 office days plus a Sunday
• B. Office Staff: 1 week equals 4 office days.
  

11. Sunday Attendance: At no time should a Pastor or Director use PTO for more Sundays than his allotted number of weeks off. (i.e. 10 days off = Maximum of 2 Sunday’s missed annually; 15 days off = Maximum of 3 Sunday’s missed annually)

12. Paid Sabbaticals: Pastors may be eligible for a period of rest and refocus every seven years. The length of the sabbatical is subject to board direction and approval. 

13. Paid Conference/Education Time: Conferences are available as per contract. 

DRESS CODE

Office Attire: Business Casual is defined as non-beach or non- camping/hiking attire. Must have shoes, pants, or knee-length skirts. General modesty in a Christian environment is expected.

Church Attire: As conforming to the Worship Policy annually approved by the Board of Directors for platform leadership.

Activity Attire: Modest shorts, pants, tops, and sandals as the ministry activity dictates is acceptable.

SUPERVISOR FLOW CHART

For purposes of office management, the lead pastor is the supervisor for all paid staff. The lead pastor is responsible to the head elder. If there is a grievance that cannot be resolved by the lead pastor, the issue should be directed to the head elder. If it cannot be resolved by the head elder, then the board of directors is the last appeal. 

GRIEVENCE PROCEDURE

1. Purpose:

This policy provides church employees and pastors with a clear, fair, and biblically guided process for raising concerns related to workplace treatment, leadership decisions, misconduct, or violations of church policy.

2. Scope: 

This policy applies to all paid church staff, ministry directors, and pastors.

3. What Constitutes a Grievance: Employees may bring forward concerns regarding:

• Interpersonal conflict or unfair treatment
• Supervisory or ministry-related issues
• Policy violations or unethical behavior
• Harassment, discrimination, or retaliation
• Financial, moral, or boundary misconduct

Serious allegations involving abuse, threats, or illegal activity must be reported immediately to the head elder and civil authorities.

4. Reporting a Grievance: 

Employees may only raise concerns through only one of the following:

• Direct Supervisor
  
• Lead Pastor 
  
• Head Elder 
  
• Head Deacon

If the grievance involves the supervisor or pastor, the employee may report directly to the Head Elder. If the grievance involves the Head Elder, the employee may contact the Head Deacon.

Written submissions (email or form) are preferred for clarity and accuracy.

5. Initial Response:

The receiving leader or elder will acknowledge the complaint within 3 business days. Concerns will be triaged and routed to the appropriate elder(s) for review based on the nature and severity of the issue.

6. Review and Resolution:

• A designated group of elders (or an appointed reviewer) will gather information, interview relevant individuals, and review applicable policies.
• The process will be impartial, respectful, and confidential.
• The reviewer(s) may recommend actions including clarification, mediation, policy adjustments, or corrective measures.
• The employee will be informed of the resolution in a timely manner.

7. Non-Retaliation:

Retaliation against any employee who raises a grievance in good faith is strictly prohibited. Any retaliatory behavior will result in corrective action by the Elder Board.

8. Confidentiality:

Information will be handled discreetly and shared only with those directly responsible for reviewing and resolving the matter. Elders may provide pastoral care throughout the process as appropriate.

9. Appeal Process:

If the employee disagrees with the outcome, they may request a review by the full Elder Board, whose decision is final.

10. Recordkeeping:

A confidential record of grievances, reviews, and resolutions will be kept by the designated elder officer or administrative staff member appointed by the Elder Board for a minimum of four years beyond the resolution of said grievance.

Personnel records related to hiring, promotion, demotion, transfer, or termination for will be kept by the designated elder officer or administrative staff member appointed by the Elder Board as per our document retention policy, or the personnel action occurred, whichever is later.